HR and Employee Screening Issues Affecting your Business

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Improving the Candidate Experience

We’ve all been there as job seekers. On the hunt for your first, or next, “dream” job, and hoping for a positive interviewing experience. If you’re on the other side of the table as an employer, it is mission critical to understand the experience you present makes all the difference to your next great hire.

This candidate experience—a term used to describe how candidates feel about your company as they progress through your hiring process—can be positive or negative, depending on how they perceive your company’s treatment of candidates. A bad experience can lead them to lose respect for your company. For example, a bad experience at a restaurant might prompt you to avoid a return visit and perhaps even warn others with tales of your experience. The same thing happens when a candidate has a negative experience with your company. A positive experience however, can encourage candidates to become enthusiastic ambassadors for your brand—even if they don’t ultimately land the job.

Your company’s ability to successfully attract and recruit top talent depends on how well you manage the hiring process. The process is certainly complicated, but try not to lose sight of opportunities to delight your candidates in these areas:

The Application: Is you application intuitive? Mobile friendly? Simple and straightforward? Is your application simply an algorithm for keywords, or are you building a process that allows for a candidate’s personality to shine through? Perhaps take a few minutes and apply for a position in your company to see how long the process takes, if all directions make sense, if the look and feel of the application is fresh and current, and if you are able to submit with an initial sense of what your company is all about.

Interviewing: Many companies have an involved interview process, with initial and second or third interviews. Take a look at your process. Are your candidates meeting with team panels? One-on-one interviews? Are they waiting to be seen, or is your process a well-oiled tour for candidates so they spend more time with your teams and less time in your lobby. For candidates, the most important thing to do is follow up after the interview to reiterate interest in the position. Likewise, communication along the way is an important step for employers looking to make the most of the candidate experience.

Assessment: If you’re assigning standardized tests to assess your candidate’s personality type, talent for the job, cognition, and/or emotional intelligence, are you doing so with full explanation and guidance? Once again, take the tests yourself to see what the process is like. Are these tests available online and are they mobile friendly?

Pre-Employment Screening: These days, it’s widely accepted that there will be some manner of background check prior to employment. Have you partnered with a background screening vendor—like A-Check Global—that helps make the process easy, intuitive, and a positive reflection of your company’s commitment to quality hiring?

Hiring: We like to refer to it as “Speed to Seat”—the length of time it typically takes for you to fill a position. It can vary of course based on the position, but are you doing all you can to setup interviews, present job offers, and welcome new employees efficiently to your team?

Providing meaningful touch points for every candidate doesn’t have to be difficult and in many cases, just a few adjustments can radically improve the candidate experience. It never hurts to review your hiring process. And if you know where the biggest pain points lie, making improvements in those areas can really make your candidates feel like they made the right decision to apply.